“Winning takes talent, to repeat takes character.” - John Wooden

1. Talent Agility
www.humanikaconsulting.com

2. Seta A. Wicaksana
0811 19 53 43
wicaksana@humanikaconsulting.com
• Managing Director of Humanika Amanah
Indonesia – Humanika Consulting
• Managing Director of Humanika Bisnis Digital –
hipotest.com
• Ahli Senior di Komite Kebijakan Pengelolaan
Kinerja Organisasi dan SDM (KPKOS) Dewan
Pengawas BPJS Ketenagakerjaan
• Dosen Tetap Fakultas Psikologi Universitas
Pancasila
• Pembina Yayasan Humanika Edukasi Indonesia
• Penulis Buku “SOBAT” Elexmedia Gramedia 2016
• Organizational Development Expertise
• Pengembang Alat Tes minat bakat BRIGHT dan
Sistem Tes Psikologi berbasis aplikasi di
hipotest.com
• Sedang mengikuti tugas belajar Doktoral (S3) di
Fakultas Ilmu Ekonomi dan Bisnis Universitas
Pancasila Bidang MSDM
• Fakultas Psikologi S1 dan S2 Universitas Indonesia
• Mathematics: Cryptology sekolah ikatan dinas
Sandi Negara

3. Content
01. What is Talent Agility
02. Talent Agility Gap
03. Assessing Talent Agility Gap
04. Bridging the Talent Agility Gap

4. 01. What is Talent Agility
• Ability of employees of an organization to respond to
external changes efficiently and nimbly.
• Willingness and capacity of people of an organization to
make themselves future ready by anticipating changes
and preparing to deal with them.

5. Organization’s point of
view, talent agility is
having the talent that:
• Can anticipate and respond to
changes on its own
• Is ready to work in a volatile
business world
• Has a creative bend to deal
differently with a situation
• Is self starter and highly
motivated
• Can innovate and drive change
• Is ready to move out of the
comfort zone when required
• Experiments and is not scared
of failures

6. 02. Talent Agility Gap
Employees in startups are
more flexible and agile as
they are used to perform
multiple jobs and work
harder to make ends meet.
On the other hand, the
workforce in larger
companies is less agile and
flexible.

7. There have been many
studies in this field, which
tell that:
• The organizations understand that
top-quality talent plays a critical role
in gaining competitive advantage; and
its shortage affects their ability to
compete and innovate.
• Organizations displaying talent
priorities attract talent through
diverse sources and place appropriate
plans, strategies and budgets to
attract top-quality talent.
• Organizations, in the face of ever-
growing competition, depend
considerably (almost 50%) on highly
flexible workforce.
• Highly agile companies admit that all
three, including HR, operations and
procurement focus on strategic talent
priorities.

8. Paradox
• All organizations admit the
need of highly skilled,
flexible and agile workforce
to strive and thrive in
economic tumultuous times.
• But they face numerous
challenges because of which
they find it difficult to bridge
the gap.
• Sometimes, there are budget
constraints.
• At other times, it’s the lack of
awareness and keenness.

9. 03. Assessing
Talent Agility Gap
Before you even try to
fill the talent agility gap,
it’s important to assess
your company’s current
standing.
It gives you a clear
picture of what you

10. Assess talent agility gap in your
organization by asking these
questions: (Part 1)
• Do you have a clear idea of the talent in your organization?
• How do you assess the talent in your organization?
• How do you compare your talent with that of competitors’?
• Are there enough career and progression opportunities in your company?
• Are responsibilities and accountability openly communicated in your organization?
• Are employees given opportunities to switch roles or pursue their alternative
interests?

11. Assess talent agility gap
in your organization by
asking these questions:
(Part 2)
• Do people in your company
handle diverse responsibilities?
• Are they provided with enough
new experiences while working?
• If they are exposed to a new
challenge, will they be able to
handle it?
• Are managers motivating/
encouraging enough to move
people fast enough to deal with
sudden challenges?
• Are you able to tap the external
talent when required? Do you
have access to the required skills
internally or externally when
needed?

12. 04. Bridging the
Talent Agility
Gap
• Bridging the talent agility gap
is a step in itself towards
acquiring business agility.
• Manpower and its
management is the most
crucial aspect of a business.
• And business agility is more
about relying on human
instincts and abilities to
respond to and drive
changes.
• Therefore, there is a direct
relationship between
business agility and talent
agility.

13. Here are a couple of ways to bridge talent agility gap. Take a look :
• Develop a Career Model for Talent
• Look for Highly Flexible Talent
• Crowdsource Labor
• However, there’s no hard and fast rule on which of the methods
works better for your company. You will need to identify it on
your own and conduct a hit-and-trial experiment.

15. “Winning takes talent,
to repeat takes character.”
- John Wooden

16. Learning and Giving
for Better Indonesia
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